MGMA DataDive Management and Staff Compensation Data

Gain the insights necessary to develop competitive compensation packages for your management and staff.

MGMA DataDive Management and Staff Compensation Data

The MGMA Management and Staff Compensation dataset provides a comprehensive analysis of key factors influencing compensation—ranging from job role and experience to credentials and organizational setting. With its targeted insights, you can structure competitive offers and compensation packages that align with your practice’s needs and help you attract and retain the right talent to support both operational goals and patient care.

Published by: MGMA

Detailed Description

The dataset is an annual, industry-wide benchmarking tool covering compensation and pay structures for a broad spectrum of management, administrative, and clinical support roles in U.S. medical practices. It spans over 190 distinct job titles, encompassing everything from leadership and office management to nursing and front-desk positions

Data Scope & Sample Size

Coverage: Includes compensation data—hourly or salaried—for more than 171,000 employees across approximately 4,300 medical groups, according to the 2025 edition.
Historical span: Compares trends over recent years, highlighting significant wage growth during workforce pressures like the Great Resignation

Benchmarks & Metrics

Provides detailed data across multiple dimensions:

Total compensation vs. hourly wage breakdowns
Bonuses, overtime pay, and retirement benefits
Paid time off (vacation, sick leave, continuing education)
Hours worked and PTO allowances
Data can be sliced and analyzed by factors like:
Geography (state, region)
Practice type (academic, private, etc.)
Experience level, education, and credentialing
Group size, ownership, payer mix, and more

Trends & Insights

Some key findings from recent reports include:

Management-level pay: Median compensation rose by almost 7% in 2023, with cumulative growth ~39–46% through 2024
Nursing and clinical support roles: Triage nurses (+84%), RNs (+65%), LPNs (+49%) saw especially strong growth over 2015–2024
MGMA
Regional pay variation: Western states consistently report higher compensation compared to Southern/Eastern regions

Why It Matters

The dataset helps healthcare leaders to:

Build competitive compensation packages to recruit and retain talent
Boost staff satisfaction and reduce turnover, especially in high-churn positions
Forecast payroll costs in budgeting and financial planning
Address inequities, like pay compression between newer and longer-tenured staff
Customize compensation frameworks by filtering data across regions, credentials, practice types, and roles

How It Works

Available through the interactive MGMA DataDive platform, users can:

Drill into job-level compensation data (hourly, salary, incentives)

View PTO and benefits comparisons

Apply filters for education, certification, organization type, and geography

Export customized reports and visual comparisons

Trusted & Actionable

Backed by a large national sample, strict data validation, and MGMA’s reputation, this dataset is a trusted resource for healthcare organizations. It enables evidence-driven decisions to support effective workforce planning, budgeting, and human resources strategy.

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Data Source

The MGMA Management and Staff Compensation dataset is built from data collected through voluntary participation by U.S. medical practices and healthcare organizations. Here’s how the data is sourced and validated:

1. Voluntary Survey Participation

Each year, MGMA conducts a nationwide survey inviting healthcare organizations to submit detailed compensation data for non-physician roles. These include:

Management roles (e.g., practice administrators, department managers)
Clinical staff (e.g., RNs, LPNs, medical assistants)
Administrative and support staff (e.g., front office, billing, IT, HR)
Participants represent a mix of:
Private practices
Hospital- or health system–owned groups
Academic medical centers
Federally qualified health centers (FQHCs)
Integrated delivery networks (IDNs)

2. What Data Is Collected

Organizations submit standardized data for:

Hourly wages or salaries
Bonuses, overtime, and incentive pay
Paid time off and retirement benefits
Job descriptions and credentials
Practice characteristics (ownership type, size, location, specialty mix)

3. Validation & Standardization

MGMA applies a rigorous data validation process, which includes:

Reviewing for missing or inconsistent entries
Identifying outliers and anomalous values
Standardizing roles and titles to ensure consistency
Verifying data through follow-ups with participants if needed

This ensures the dataset is clean, accurate, and statistically sound.

4. Scale and Representation

As of the most recent data cycle:

Over 171,000 staff members were represented
Data was submitted by more than 4,300 medical groups nationwide
Covers 190+ distinct job titles

This scale gives the dataset strong regional, organizational, and specialty diversity, making it a reliable benchmarking tool.

Available from: MGMA

MGMA DataDive Management and Staff Compensation Data

MGMA DataDive Management and Staff Compensation Data

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